chapter 6 - measurement in selection

Question 1

scales of measurement

Answer 1

Nominal Data: Classifying or Categorizing; composed of two or more mutually exclusive categories (e.g., male or female)

Interval Data: Constant/Equal Units; differences between numbers take on meaning

Ordinal – rank-orders objects (individuals) from “high” to “low” (e.g., test scores as percentiles) → Image 1

Interval Data: Constant/Equal Units; differences between numbers take on meaning

Ratio data: absolute zero point – differences between numbers also have meaning

Four types of scales or levels of measurement exist:
a) Nominal – composed of two or more mutually exclusive categories (e.g., male or female)
b) Ordinal – rank-orders objects (individuals) from “high” to “low” (e.g., test scores as percentiles) (Figure 6.3)
c) Interval – uses constant units of measurement – differences between numbers take on meaning (Figure 6.4)
d) Ratio – has an absolute zero point – differences between numbers also have meaning (e.g., most scales involving physical measurements)

Question 2

measuring psychological attributes

Answer 2

Psychological attributes (constructs) – conscientiousness, intelligence
not directly observable
must be inferred from a score – numbers or units of measurement

Question 3

predictors and criterion

Answer 3

Criterion – measure of what represents successful performance on a job (supervisory ratings of work performance)

Predictor – a measure (of employee WRCs) used to predict or forecast the likelihood of job candidates’ success on a job

Scales of Measurement:
- Distinguishing individuals from one another on a variable such as a predictor or criterion
- Predictor or criterion variables can differ dramatically in their precision – e.g. trainability

Criterion measures are a standard for evaluating how well predictors do the job
Criteria play an indirect role – which selection procedures should be used in making selection decisions
Predictors have a direct impact on decisions – a manager reviews an applicant’s scores

Predictors or selection procedures:
Three broad categories:
1. Background information- application forms, training and reference checks, etc.
2. Interviews- used to collect additional information
3.Tests- aptitude, ability, achievement, personality

Question 4

criterion and predictors (on exam)

Answer 4

Criterion measures are a standard for evaluating how well predictors do the job
Criteria play an indirect role – which selection procedures should be used in making selection decisions
Predictors have a direct impact on decisions – a manager reviews an applicant’s scores

For Predictors:
What does it measure? Will it forecast success?
Is it Cost Effective?
Has it been “standardized” with procedures, scoring and environment?
Is it easy to use?
Is it acceptable to the organization, applicant, management?

For Criteria:
a) Is it relevant to the job?
b) Will management accept it? Sales vs. trainability?
c) Will changes in the job render the criterion obsolete?
d) Are the tasks so similar they eliminate bias?
e) Will the criterion detect differences?

For Predictors and Criteria:
a) Is it fair to all protected groups?
b) Can the characteristic be quantified?
c) Is it scored consistently?
d) Are the data reliable? Does it measure dependably at each administration?
e) How well does it measure accurately? Are there errors in scores?